Why it is important to listen to employees in SingaporeBy Abhishek Mittal
In most cases, such surveys are run every 1-2 years, indicating a significant interval between two such feedback exercises.
- It can help them understand the key reasons why the employee chose their company over the others. This can also help in informing the company's unique Employee Value Proposition.
- It can provide insights about the experiences of the employees during the selection stage. This is an important initial phase in the employee life-cycle, where the employee begins to form initial impressions in dealing with the company.
- It can serve as a tool to measure the effectiveness of on-boarding programs and thus, improve time-to-performance.
- It can also help identify cases of pre-mature attrition, by identifying attrition risks among new joined employees.
- It can bring clarity to the key reasons why employees leave and provide such insights for key employee segments such as critical-skill employees, high-performers, high-potentials etc.
- It can help develop a deep understanding of disengagement and which aspects of the Employee Value Proposition are not being delivered effectively.
- It can help in identifying potential targets for re-recruitment, thereby helping establish an alumni base.
One may think that these can be addressed by traditional exit surveys. However, exit surveys typically suffer form several limitations.
For instance, there is often a significant time lag between the time the exit survey is conducted and the data is aggregated & analysed. Also, many exit surveys are designed as qualitative research tools, rather than striking a balance between quantitative & qualitative approaches.